In New Jersey, countless hardworking individuals strive to make a living in various industries. It is unfortunate, however, that some of these very people often face discrimination at their workplace due to their age. Ageism, a particularly insidious form of discrimination, can be challenging to identify and even more difficult to combat.
Ageism, at its core, is a form of discrimination that targets individuals based on their age. It is a deeply entrenched issue in many workplaces and can manifest in numerous ways, often subtle.
One common manifestation of ageism is the bias exhibited during promotion cycles. For instance, consider a scenario where an older employee with years of experience and a proven track record of performance is consistently overlooked for promotions. Instead, these opportunities are given to younger, less experienced colleagues. This constitutes ageism because it is not the merit or capability of the individual that determines their advancement but rather their age. The underlying assumption here is that younger employees are more valuable, more dynamic, or more capable, which is a discriminatory belief.
Another example of ageism is evident during the recruitment process. Suppose an older candidate applies for a highly qualified role but is passed over in favor of a younger candidate. The employer might justify this action by stating they want someone who can stay in the role for a longer time or someone they believe will be more adaptable to new technologies or trends. This is an example of ageism as it assumes, based on age alone, that the older candidate is less adaptable or less likely to stay long-term in the role despite their qualifications or potential contributions to the company.
Ageism can also show up in how older employees are treated in the workplace. They might be excluded from critical meetings or decision-making processes based on the assumption that they are out of touch with current market trends or that their ideas are outdated.
In all these examples, the common thread is that age is used as a determinant of an individual’s value, capability, or potential in the workplace, which is inherently discriminatory. Understanding these manifestations of ageism is the first step towards combating it and creating a more inclusive work environment.
Age discrimination tends to be more prevalent in specific industries, including:
- The tech industry: In the fast-paced world of technology, there seems to be an unwritten rule that younger equals better. This stems from the perception that younger individuals are more innovative and technologically savvy. Older workers may find themselves overlooked for roles in favor of their younger counterparts or even let go under the guise of “keeping up with industry evolution.”
- The media industry: Media is another sector where ageism is rampant. The emphasis on youth and freshness often leads to older employees being pushed out or marginalized. This is particularly prevalent in front-of-camera roles, where youth is often equated with appeal and marketability.
- The fashion industry: The fashion industry, too, is not immune to age discrimination. Older workers, especially models and designers, frequently find themselves sidelined as the industry continues to prioritize youth.
A South Jersey Age Discrimination Lawyer at Sidney L. Gold & Associates, P.C. Can Help You Understand Your Workplace Rights
Age discrimination is an ongoing issue in many industries. If you are experiencing ageism in the workplace, you have legal options. Speak with a South Jersey age discrimination lawyer at Sidney L. Gold & Associates, P.C. Call 215-569-1999 or contact us online to schedule your free consultation. Located in Philadelphia and Pennsauken, New Jersey, we serve clients in South Jersey, including Cherry Hill, Haddonfield, Marlton, Moorestown, and Mount Laurel.